HR year-round calendar
to support HR strategy
The year-round calendar helps you keep track of key events, goals, and actions throughout the year, providing a clear view of your organization’s plans and progress.
Q1: January
Building the Foundation
(January – March)
Pulse survey
Focus:
Employee morale after the holidays
Results:
Organization-wide trend analysis for early changes.
Core actions:
Share a short, anonymous pulse survey to all employees.
Ask specific questions about workload, well-being, and team cohesion.
How to proceed with the results:
Analyze the results: use simple charts to identify themes
Share the findings: present the results by department to team leaders for further review.
Take action: within a month, share one improvement initiative based on the survey results.
February
Equality Review
Focus:
Organization-wide equality in pay, opportunities, and representation.
Results:
Identify differences and prioritize initiatives to promote cohesion.
Core actions:
Use standardized equality survey questions across departments.
Leverage AI to highlight gaps in pay, promotions and representation.
How to proceed with the results:
Summary: Share anonymized findings with management.
Deep dive: Organize workshops across departments to discuss key findings.
Prioritize initiatives: Communicate organization-wide goals for improving equality with the support of the collected data.
March
AI-guided 1:1 Feedback Analysis
Focus:
Combine observations from managers’ and employees’ conversations.
Results:
Working, anonymized themes for handling leadership.
Core actions:
Train managers in the framework of dialogue and encourage openness.
Use AI to group feedback into themes such as career growth, workload, and leadership support.
How to proceed with the results:
Organization analysis: Discuss common themes in management meetings.
Department action plans: Give department leaders specific suggestions for improvement.
Follow-up: Share progress in a company-wide update or a newsletter.
Q2: April
Strengthening the Core
(April - June)
Quarterly Pulse survey
Focus:
Track changes in engagement and satisfaction since Q1.
Results:
Monitor trends and make possible adjustments.
How to proceed with the results:
Trend analysis: Compare results with Q1 pulse survey to identify changes.
Team discussions: Share results in team meetings, focusing on effective feedback.
Immediate corrections: Solve urgent problems within 30 days.
May
Management Feedback Survey
Focus:
Gather feedback on leadership effectiveness from all employees.
Results:
Guide leadership development programs.
How to proceed with the results:
Leadership workshops: Share insights with management teams in training sessions.
Feedback loop: Provide individual leaders with anonymous summaries of their feedback for personal development.
Progress review: Set improvement targets and assess progress in the next management feedback survey.
June
Peer Review
Focus:
Build collaboration and improve team dynamics through structured peer reviews.
Results:
Improved transparency and stronger teamwork.
How to proceed with the results:
Overall feedback: Share anonymous peer feedback with teams to build trust.
Celebrate wins: Highlight positive examples of teamwork.
Action plan: Tackle any concerns through team-building exercises or training.
Q3: July
Engagement
(July - September)
Mid-year pulse survey
Focus:
Measure mid-year engagement and identify the problems of the summer slump.
How to proceed with the results:
Discuss trends: Share insights with team leads to identify seasonal declines.
Quick wins: Introduce initiatives such as flexible schedules or summer events based on feedback.
August
Comprehensive Employee Satisfaction Survey
Focus:
Measure satisfaction, engagement, and overall well-being in the first half of the year.
How to proceed with the results:
Whole team briefing: Present high-quality observations to the whole organization.
Departmental reports: Share departmental data with leaders to address specific issues.
Strategic planning: Use the insights for Q4 planning.
September
Team Building Feedback Survey
Focus:
Assess the impact of team-building initiatives on engagement.
How to proceed with the results:
Feedback review: Share team-specific feedback in team meetings.
Iterative actions: Adjust future team building activities based on insights from the survey.
Q4: October
Reflection and Planning for the Future
(October - December)
Promoting equality
Focus:
Measure progress on the equality initiatives launched in the first quarter and the ones launched since.
How to proceed with the results:
Compare data: Analyze trends from the original equality survey.
Report on progress: Share updates in a company-wide meeting or a newsletter.
Plan for next year: Set new inclusion goals based on the results.
November
End of Year Pulse Survey
Focus:
End the year by assessing engagement and satisfaction.
How to proceed with the results:
Annual review: Share a report that summarizes trends from the annual surveys.
Employee discussions: Hold group discussions to reflect on the year and outline priorities for the next year.
December
Feedback Survey on Goal Setting
Focus:
Gather feedback on the goals of your organization for the upcoming year
How to proceed with the results:
Leadership alignment: Use the feedback to align the leadership goals with employees’ needs.
Transparency: Share the completed goals and initiatives with the whole organization.
